LinkedIn groups - Independent Recruiters

And yet another recruiter group :-)

Independent Recruiters

Linkedin Group - Shally Steckerl

One of the great sources on the internet is certainly Shally Steckerl. If you ever have the opportunity to take one of his trainings I would certainly advise you to do so. He may get carried away a bit when he is on to something but he is great.

Join his group on Linkedin
http://www.linkedin.com/e/gis/742/47ED820E8D6B

Making sense of job seeker behaviors

From the ridiculous to the nonsensical
It’s the job seeker’s behavior that can be the most unpredictable and often times most amusing. In a recent large survey project, the Selection Forecast 2006/2007, we surveyed more than 650 hiring managers asking them to tell us the most outrageous job seeker behaviors they had encountered. The responses were stunning. The questions that job seekers asked or actions they took during the job interview ranged from ridiculous, to offensive, to often making no sense at all. Here are the ‘best’ responses:

• An applicant brought in his high school yearbook to show me that he had been voted ‘Most Popular Male.’
• Asked about future goals, interviewee said, ‘I want your job. How many years do you have left?’
• The applicant asked me to excuse some of her replies as she was still a little hung over from the weekend. It was Wednesday.
• The candidate showed up to the interview sick, shook my hand before I knew she was sick, and indicated that I would probably catch the flu within a week after our interview.
• The applicant said that for a sales job he would play golf every day to meet prospects.
• An applicant said that he couldn’t work with women. (The interviewer was a woman.)
• The applicant said, ‘I’m here mostly to get experience for applying to jobs.’
• The applicant said, ‘I’ve already accepted another position but I thought I may as well still turn up to this interview just in case this was a better paying job.’
• I had an applicant whose tooth fell out during the interview.
• An applicant said, ‘I had a dream and a fairy told me I should work for your company.’
• An applicant said, ‘I need a job but I don’t really want to work.’
• I was asked by an applicant what I fantasized about and he emphasized that he did not want to know about my career fantasies.
• I was interviewing an applicant for a Bakery position and was told that she was allergic to flour.
• In the midst of the interview the candidate belched in my face and laughed and said, ‘better that it came out of the attic than the basement!’
• An applicant said, ‘My greatest contribution to my last job was showing up.’
• One candidate said if she could be an animal she would be a cat because they are lazy and lie around all day.
• An applicant interviewing with American Express said, ‘Thank you for this interview, I have always wanted to work for Federal Express.’
• An applicant said that they were applying for this job because they were about to be fired.
• The applicant drew me an artistic picture to say thank you.
• When asked what made the individual the best person for the position, she stated, ‘Just look at me.’

In tough recruiting times when qualified job seekers are scarce, we may need to hire ‘the best of the rest.’ Hopefully, more job seekers will pay attention to the abundant advice available on how to best represent themselves in the interview so that we can get back to the ‘normal interview’ instead of trying to hide a chuckle and say, ‘NEXT!’

LinkedIn Group - SixDegrees from Dave

If you want to become a member of another great group on LinkedIn here's your opportunity to become part of SixDegreesfromDave.

Hi

You're invited to join the "SixDegreesfromDave" Group on LinkedIn. Joining will allow you to find and contact other group members on LinkedIn. The goal of this group:

* "A focus group of fellow evangelists who value the development of building Passive Talent Relationships as a means of enhancing Best Practices, Meeting Pipeline demands, and building value in community. Let's Build ideas in the Web 2.0 arsenal in the War for Talent"

Benefits:

* Ability to "People Search" among fellow members
* Avoid using InMail credits, in favor of an Introduction among fellow members
* Accelerate careers/business through referrals from fellow Group members
* Know more than a name - view rich professional profiles from fellow enthusiasts of "Passive Talent Relationships"

Here's the link to join: http://www.linkedin.com/e/gis/37511/3DC0233041F8

Hope to see you in the group!

PS: You can also view the associated blog to my group daily:
http://www.sixdegreesfromdave.com

~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~
Dave Mendoza
Master CyberSleuth Consultant
Dave Mendoza & Associates, Inc.
A JobMachine, Inc. Affiliate
O: (720) 733-2022, C: (714) 235-1004
ldavemendoza@gmail.com
http://www.sixdegreesfromdave.com
http://www.linkedin.com/in/davemendoza

Humor - Job pitches by candidates

While conducting job interviews is invariably a time consuming exercise, what employers learn about the candidate is quite enlightening say findings of a recent poll developed by Accountemps, a specialized staffing service for temporary accounting, finance, and bookkeeping professionals. According to the survey, executives were asked to describe some of the most unusual pitches given by job seekers explaining why they were the best candidate for the job. Notable responses to this question include:

- an allergy to unemployment;
- having applied for a position three times,
- the job seeker considered it was only fair that he got the position;
- while the candidate had no relevant experience, his friend did;

and leaving the best for last, one person brought his mother to the job interview and proceeded to let her do all the talking.

What is the funny stuff you hear?

source: http://www.recruitingtrends.com/online/news/

US Recruiting vs EMEA Recruiting

Hi everyone.

This is my first post on this blog. I thank Ted for inviting me to participate.

Briefly, I am a 15 year recruiting veteran in the U.S. I have a passion for what I do and I am always looking to learn more and grow. I have emersed myself in continuing recruitment education here is the U.S., but for the last 3 years I have been on the search to learn about recruiting practices abroad. I have been taking language classes and researching as much as I can about the various countries I would like to eventually recruit in.

I read many forums and blogs and the general consensus is that there are many differences in recruiting practices here and abroad. I have reached out to many Recruiters via Linked In and ERE to try to determine exactly what the differences are. I have learned in my career that there is no one correct way to do things. Even though I have been recruiting for 15 years I am always learning new things. There doesn't seem to be much on the internet regarding recruitment practices outside of the U.S.

If there are a few people out there who would be willing to share their knowledge on this blog I would truly appreciate it. One point that is constantly made is the availability of resources similar to ERE is limited. What can be done to rectify this? Has anyone tried to create forums to rectify this? What could I, as a U.S. Recruiter contribute to such a forum? How can we begin to assess the clear and not so clear differences in practices? What are some typical processes for the recruitment function in organizations abroad? Have there been Recruiters who have patterned their recruitment practices after U.S. companies? What are some things that can be done here in the U.S. that are not acceptable in EMEA? Are the internal recruiting teams actively involved or do most companies rely on third party agencies? If agencies are used, how involved is the in-house team?

As you can see, I am full of questions and have a tremendous thirst for knowledge. :) Of course, I'm not asking for direct answers to those questions right now. But they are at the forefront of my mind when I do research. I am sure there are others who share the same quest as I (on both sides of the pond). I would love to see a collaborative effort to bring cross-international training to fruition for both sides. SHRM is a great forum, but I find it limiting in the recruitment area. So let's start talking about it. You never know where it may lead.

I would love to be able to exchange ideas and offer advice to my fellow recruiters. I thank Ted for allowing me to join this blog and I am looking forward to learning and sharing.

Adrienne Graham
Atlanta, GA, USA

Experience with Experteer

Has anybody got experience with https://www.experteer.com/?

The focus on 60K+ jobs and I spoke to a headhunter in Germany who told me that it works very well.

thanks!